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CIPD
HR People Pod – Ep 10: Employment Rights Bill special
Oct 11, 2024
In this discussion, Carl Quilliam, a CIPD Public Affairs Manager, along with former HR director Mel Steel, delve into the UK’s new Employment Rights Bill. They unveil vital changes, such as abolishing the two-year wait for unfair dismissal claims and tackling zero-hours contracts. Gareth Neale shares insights from the hospitality industry, emphasizing the need for better workplace standards, while Oonagh Johnston highlights the implications for various sectors. The conversation underscores the importance of staying informed as these regulations evolve.
45:32
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Quick takeaways
- The Employment Rights Bill proposes significant changes like removing the two-year qualifying period for unfair dismissal, impacting employer-employee relationships.
- Transitioning from zero-hours contracts to guaranteed-hours contracts aims to protect workers from exploitation while ensuring clarity in employment conditions.
Deep dives
Key Aspects of the Employment Rights Bill
The recently released UK government's Employment Rights Bill comprises over 150 pages and aims to establish significant changes in employment law. Among its 28 provisions, the bill highlights mandatory consultations, particularly regarding unfair dismissal and the introduction of new probation periods for employees. For instance, while the current qualifying period for unfair dismissal is two years, the proposed legislation suggests a reduced probationary period, which could likely lead to substantial changes in employer-employee dynamics and hiring practices. The long timeline for these changes allows organizations ample time to prepare for implementation and understand the new requirements.
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